Shaping Company Culture to Attract Millennials
Shaping Company Culture

Shaping Company Culture to Attract Millennials

As Baby Boomers Retire, Millennials Step Up

Generation Y, aka the Millennial Generation, includes people born between 1980 and 2000. We’ll do the math for you: millennials are currently between 19-39 years old.

According to AARP, 10,000 Baby Boomers are reaching retirement age every day, and this is expected to continue into the 2030s.

As Baby Boomers leave the workforce, wide talent gaps are opening up within companies.

However, the generation waiting to fill these roles is much different than their predecessors. Millennials have particular tastes and preferences in regards to company culture. Recruiters and hiring managers must keep-step with the millennial generation to fill their organization with these innovative and inspired employees.

In this article, we’re outlining specific ways to optimize and leverage company culture to attract top millennial talent.

Stage One: Understand Company Culture

The phrase “company culture” is thrown around often in the HR industry. But what exactly is company culture and what makes it appealing to a millennial?

Company culture is the collective “norms” of an organization like employee behavior, working styles and values.

Company culture is so complex that it is often hotly debated. The definition itself is often up for review.

Stage Two: Define Your Company’s Culture

What’s important about company culture when it comes to attracting millennials is to first know what your culture is.

Harvard Business Review outlines 8 types of company culture including Purpose, Caring, Safety, Order, Authority, Results, Enjoyment, and Learning.

A company like Whole Foods has a culture defined by caring. On the other hand, Zappos is all about enjoyment.

Landing on your company culture saves time. If everyone knows the culture is “purposeful and friendly” this language can be used consistently in job descriptions, interviews and internally.

Tip: Form a Culture Taskforce to survey members across your organization about how they view the company culture. Use this information to define your company culture type.

Attract Millennials

Stage Three: Optimize for Millennials

Once you can articulate your specific company culture, you can determine whether it needs to evolve to meet the needs of millennials.

Don’t worry, most organizations need at least some evolution to be millennial-friendly.

Use your existing culture as a foundation to create an even stronger millennial-friendly environment. This ultimately drives a more effective and profitable business.

Tip: When kicking off any culture shift initiative, be sure to include millennial employees in the project. Their opinions will be highly valuable.

How to Update Your Culture for Millennials

Culture Starts in the Recruiting Phase

Realize that company culture is important before a millennial has even been hired. This savvy generation knows how to spot a good (or bad) culture with a few clicks online.

Your Story Matters – Get Creative with It

Get serious about your employer brand and reputation communicated online.

Be sure your company’s story is being shared across blogs, your website, and social media. Inspire them with a compelling and authentic origin story that outlines the purpose of your organization.

Tip: Leverage your in-house marketing and writing teams to develop the company story. It’s more important than you realize, so use top talent to craft it.

Your Values Matter – Boast About Them

Make it very clear online how your company is impacting the world because millennials long for meaningful work.

Forbes says that 64% of millennials say it’s a priority for them to make the world a better place: “They’re looking strategically at opportunities to invest in a place where they can make a difference, preferably a place that itself makes a difference.”

Communicating the vision of your company often is essential. Demonstrate how the millennial fits into the vision years down the road as they work for you.

Tip: Showcase photos of your “good work” online, across social media and your Glassdoor profile. If you participate in volunteer days like Habitat For Humanity, this should be proudly shared online.

Attract Millennials

Keep Millennials Inspired After the Offer

Finding hot millennial talent is a huge feat for hiring teams. However, once you hire a millennial employee, your wooing isn’t over.

Millennials are known for “job-hopping” if they are unsatisfied with their current role (or company culture). Don’t let your Gen-Y talent escape, keep them motivated and engaged with these strategies.

Get Comfortable with Flexibility

These three letters will keep your millennials super-happy: WFH.

The ability to work from home is a coveted benefit for most people, but especially millennials.

Research agrees that this generation appreciates “flexibility in working hours, a work-life balance, and offering a sense of purpose.”

Millennials need to feel a sense of agency over their own schedule. If they need to be home for a four-hour cable installation window, the freedom to work from home provides a huge relief.

Companies with a traditional track-record often resist offering work from home benefits fearing that employees simply won’t work. Or leaders worry that productivity will slow as communication will be difficult.

However, if there’s anything that millennials know how to do – it’s how to connect online. A millennial employee is the most equipped to work offsite while leveraging online messaging, texting and video conferencing.

Furthermore, providing millennials with the trust and autonomy to work from home will ultimately show that they are valued.

Tip: If you’re not comfortable with offering work from home benefits, start with one day per week. Sometimes just that one day at home is enough to help millennials feel the freedom they crave.

Attract Millennials

Millennials Need Space

When your millennials are in the office, they still want freedom (are you sensing a theme here?)

Update your office configuration to promote flexibility to move around and not be stuck in a cube all day. In fact, some millennials don’t even want a cube.

Offering lounge areas, open spaces, and quiet retreat areas is surprisingly appealing to millennials who don’t want to be stagnant.

Companies have actually started saving money by implementing a work from home strategy paired with flexible work environments. With more employees working from home, less space is needed on-site.

Tip: For open office inspiration, check out how local co-working spaces design their interiors.

Draw ideas from other millennial-friendly companies like Google.

A Millennial-Friendly Culture Starts On The Inside

It’s easy to write “we offer a flexible working environment” on your job postings. It takes much more effort to truly grow a culture that empowers millennials.

When you do the work to analyze your current culture and take genuine steps to update it, your current employees will be the first to benefit. Happy employees are the best advertisement for an employer.

Start with a positive intention, build a modern culture from the inside, and top talent will follow.

recruitment software

More to Discover

Case Study: Urban Chestnut Brewing Company

Case Study: Urban Chestnut Brewing Company

A need for a complete HR, Scheduling, Onboarding and Payroll solution led Urban Chestnut Brewing Company to Paycor. “Employees can access all of their items easily—everyone’s using the mobile app. It’s easy to navigate. They log in and everything is right there. They can find their paystub or request time off. Managing benefits is streamlined and intuitive. The employees don’t have to email me their questions because they have what they need at their fingertips.” - Ashley Troutman, business and marketing operations Why Urban Chestnut Brewing left their payroll provider Urban Chestnut Brewing Company is known for its high-quality lagers and ales in its four locations throughout St. Louis. Pre-pandemic, the craft brewery and restaurant...

Talent Management: The 6 Steps from Start to Finish [Infographic]

Talent Management: The 6 Steps from Start to Finish [Infographic]

Whether you’re new to HR or a seasoned vet, understanding talent management—and everything it entails—is critical to recruit and retain top talent. So, let’s start with the basics before we dive deeper.You may be asking yourself: “What is talent management?” Well, from its most basic definition, it’s the strategy of getting the right talent in the right position and helping them grow in their roles. But as you may know, that’s easier said than done.To get talent management right, HR leaders need to understand the different stages of talent management and best-in-class strategies to recruit top talent and help employees grow. Develop a Careers Page 77% of all job seekers will go to your website looking for available positions (Zety)....

Webinar: October Virtual Summit - Predicting Post-Pandemic Recruiting Trends - 10/15 @11:30AM ET

Webinar: October Virtual Summit - Predicting Post-Pandemic Recruiting Trends - 10/15 @11:30AM ET

The business community and its workforce have undergone some major shifts this year, such as adjusting to remote work and becoming comfortable with social distancing measures in the workplace. Similarly, recruitment initiatives have expanded in some cases to support hiring without physically being onsite. This has resulted in some significant process changes. During this discussion, we will review • The pandemic’s impact on recruiting processes (what changed and what remained) • New recruiting trends to better outshine your competitors • The best recruiting technology to consider for the future and why you need it Don’t miss this session! Register now.Speaker: John Throckmorton John is the VP of Operations for strategic HR, inc. With an...

Sample Interview Questions for Sales Jobs [Downloadable]

Sample Interview Questions for Sales Jobs [Downloadable]

A successful sales team can be the driving force behind a business’s success—without quality sales personnel, you’ll forever be stuck in second gear. Sales isn’t easy—it takes creativity, positivity and resilience to keep making deals happen day after day and keep going even when knocked back. That’s why recruiting for sales positions means assessing an applicant’s character, not just their career history. To do this well, you need to craft great interview questions that don’t just let candidates list buzzwords—they make them prove they have what it takes to succeed. Download Interview Questions for Sales JobsFinding Sales Talent When hiring sales people, the first step is making sure they know what they are signing up for. They can’t...